You don't enjoy screening candidates.
You've spent years scheduling calls that don't show up, sitting through interviews you knew weren't going anywhere five minutes in, and building spreadsheets to track who you've talked to and who's still waiting in line. You've chased people through three rounds of email just to find a time that works... then they cancel.
You do this because there's no other way. Or at least, there wasn't.
Otherwise, why would you be reading this?
Hiring is a math problem nobody wants to do
Your process looks something like this: 500 people apply. You skim resumes for hours. Maybe 50 look reasonable. You try to schedule phone screens with 20. Maybe 12 actually happen. Of those 12, you knew within five minutes that 8 weren't right — but you couldn't just hang up. So you asked about their commute. Wrapped up politely. Documented it. Moved on.
After all of that, you've got a handful of people worth passing to the hiring manager.
That's the 10:1 problem. You screen 10 to find 1. And you're doing it across 15 open reqs, with hiring managers who change their minds about what they want, a leadership team that wants roles filled yesterday, and an ATS that was supposed to make this easier but mostly just gives you a longer list to stare at.
The big enterprise has a recruiting team of 30, a sourcing team, a coordinator, and an employer branding budget. The 50-person startup has a founder doing it between customer calls. You're somewhere in the middle — you have the title, but not the headcount. You're a recruiting team of one or two, expected to deliver like a department of ten.
We built Truffle for that gap.
Resumes stopped telling you anything useful
Here's the thing nobody wants to say out loud: resumes are ads. They always have been. A two-page document written by the candidate, about the candidate, optimized for the candidate.
But at least they used to be the candidate's ad.
Now they're ChatGPT's. Every resume in your inbox has been polished, keyword-stuffed, and optimized until everyone sounds exactly the same. You're reading a document that was engineered to get past a filter — not to tell you anything true.
You know what actually tells you something? Watching someone answer a question in their own words, on camera, without an editor.
A 90-second video tells you more than a two-page PDF. That's not a hot take. It's obvious. We just made it easy to do with 200 applicants instead of 2.
The phone screen was designed for 2004
The phone screen made perfect sense when you had a desk phone and they had a desk phone. You called. They answered. Simple.
Now it's a scheduling disaster. You send a Calendly link. They pick Thursday at 2. You block your afternoon. They reschedule to next Monday. You adjust. They ghost. You follow up. They reply three days later. The slot's gone.
All of this coordination — every email, every "Sorry, something came up," every rescheduled block on your calendar — to have a twenty-minute conversation where you both already know the answer by minute five. But you can't just hang up. So you stretch it to fifteen. Ask a few more questions. Thank them for their time.
The phone screen isn't just slow. It's architecturally wrong. It forces two people with no availability to find a synchronous window for an interaction that doesn't require synchronous time.
We didn't try to make phone screens better. We replaced the need for them.
What Truffle actually does
You send candidates a link. They record answers to your questions on their own time — from their phone, their laptop, whenever works for them. Takes about ten minutes.
Then the AI goes to work. Not on their faces. Not on their tone of voice. Not on their body language. On what they said — the transcript.
Here's what you get back:
- Summaries of every response, so you can review a candidate in two minutes instead of twenty.
- Match scores that tell you how well someone's answers align with what you're looking for — with reasoning, so you can see why and decide if you agree.
- Candidate Shorts — a 30-second highlight reel pulled from their full interview, with an explanation for why each clip was selected. Think of it as the trailer. The full movie is always there if you want it.
- Assessment results that surface alignment between how candidates approach situations and how your team handles things — not "who's best," but "who fits how you work."
Your candidates are sorted by match score so you can prioritize your review. But nobody is hidden. Nobody is rejected. Nobody is filtered out. You see everyone. You decide who moves forward. AI surfaces information. You make decisions.
What we refuse to do
This is the part that matters most, and it's the part most AI companies won't tell you.
- We don't analyze faces. No facial recognition. No expression scoring. No "enthusiasm detection." The video exists so you can watch it — not so a model can grade it.
- We don't analyze tone of voice. We don't score how someone sounds — their accent, their cadence, their confidence. We read what they said. Period.
- We don't track biometrics. No eye tracking. No body language analysis. No measuring how much someone fidgets.
- We don't make hiring decisions. The AI never rejects a candidate. Never advances one. Never decides who you should or shouldn't talk to. It gives you information. You do the deciding.
We made these choices on purpose. Not because the technology doesn't exist — it does. Because the moment you start scoring how someone looks or sounds instead of what they say, you're encoding every bias that's ever existed in a hiring room and calling it innovation.
We'd rather build less and build it right.
Our principles
- Your time is the bottleneck. Protect it. You don't have a hiring problem. You have a bandwidth problem. Every hour spent on a call that wasn't going anywhere is an hour stolen from the work that matters — including the conversations that lead to actual great hires.
- AI should surface, not decide. The right use of AI in hiring is giving humans better information faster. Not replacing humans. Not making decisions for them. Every score comes with reasoning. Every recommendation is overridable. Every candidate stays visible.
- Transparency is the whole product. If you can't see why the AI scored someone a certain way, you can't evaluate whether it's right. And if you can't evaluate it, you're not making a decision — you're just rubber-stamping one that was made for you. We show our work. Always.
- Completion is signal. Someone who spends ten minutes recording thoughtful answers to your questions is already more engaged than most applicants. And someone who doesn't? That tells you something too — without wasting thirty minutes of your day to find it out.
- Simple beats sophisticated. A tool you actually use beats a platform you need a webinar to understand. Truffle costs $99/month, takes fifteen minutes to set up, and doesn't come with a "customer success manager" whose real job is upselling you.
- Be honest about what we can't do. We don't predict job performance. We don't guarantee better hires. We don't eliminate bias. No tool does, and anyone claiming otherwise is selling you something. We give you better information, faster. What you do with it is up to you.
The real competition isn't other software
Our competition isn't HireVue or Spark Hire or whatever tool you're comparing us to.
Our competition is the spreadsheet. The sticky note. The "I'll just do the phone screens myself." The process you've duct-taped together because every hiring tool you've tried was built for a company ten times your size, at ten times your budget, with a recruiting team you don't have.
You don't need enterprise software. You need to stop spending your whole week scheduling calls with people who aren't right for the job.
A little about me
I'm Sean Griffith, the founder of Truffle.
I built this because I've been on both sides of the hiring table enough times to know the process is broken — not because people are bad at it, but because the process itself hasn't changed since 2004. The tools got fancier. The workflows didn't.
Small teams are competing for the same talent as companies with dedicated recruiting departments, six-figure ATS budgets, and employer branding teams. They're losing — not because they're worse places to work, but because they're slower. The big company reaches out on Tuesday. The small team is still trying to schedule a phone screen for next Thursday.
Speed is a competitive advantage. The team that talks to a great candidate first is usually the team that hires them.
Truffle makes small teams fast.
That's it. That's the whole thing. $99/month. Start free.
The TL;DR
You don't enjoy screening candidates.
You've spent years scheduling calls that don't show up, sitting through interviews you knew weren't going anywhere five minutes in, and building spreadsheets to track who you've talked to and who's still waiting in line. You've chased people through three rounds of email just to find a time that works... then they cancel.
You do this because there's no other way. Or at least, there wasn't.
Otherwise, why would you be reading this?
Hiring is a math problem nobody wants to do
Your process looks something like this: 500 people apply. You skim resumes for hours. Maybe 50 look reasonable. You try to schedule phone screens with 20. Maybe 12 actually happen. Of those 12, you knew within five minutes that 8 weren't right — but you couldn't just hang up. So you asked about their commute. Wrapped up politely. Documented it. Moved on.
After all of that, you've got a handful of people worth passing to the hiring manager.
That's the 10:1 problem. You screen 10 to find 1. And you're doing it across 15 open reqs, with hiring managers who change their minds about what they want, a leadership team that wants roles filled yesterday, and an ATS that was supposed to make this easier but mostly just gives you a longer list to stare at.
The big enterprise has a recruiting team of 30, a sourcing team, a coordinator, and an employer branding budget. The 50-person startup has a founder doing it between customer calls. You're somewhere in the middle — you have the title, but not the headcount. You're a recruiting team of one or two, expected to deliver like a department of ten.
We built Truffle for that gap.
Resumes stopped telling you anything useful
Here's the thing nobody wants to say out loud: resumes are ads. They always have been. A two-page document written by the candidate, about the candidate, optimized for the candidate.
But at least they used to be the candidate's ad.
Now they're ChatGPT's. Every resume in your inbox has been polished, keyword-stuffed, and optimized until everyone sounds exactly the same. You're reading a document that was engineered to get past a filter — not to tell you anything true.
You know what actually tells you something? Watching someone answer a question in their own words, on camera, without an editor.
A 90-second video tells you more than a two-page PDF. That's not a hot take. It's obvious. We just made it easy to do with 200 applicants instead of 2.
The phone screen was designed for 2004
The phone screen made perfect sense when you had a desk phone and they had a desk phone. You called. They answered. Simple.
Now it's a scheduling disaster. You send a Calendly link. They pick Thursday at 2. You block your afternoon. They reschedule to next Monday. You adjust. They ghost. You follow up. They reply three days later. The slot's gone.
All of this coordination — every email, every "Sorry, something came up," every rescheduled block on your calendar — to have a twenty-minute conversation where you both already know the answer by minute five. But you can't just hang up. So you stretch it to fifteen. Ask a few more questions. Thank them for their time.
The phone screen isn't just slow. It's architecturally wrong. It forces two people with no availability to find a synchronous window for an interaction that doesn't require synchronous time.
We didn't try to make phone screens better. We replaced the need for them.
What Truffle actually does
You send candidates a link. They record answers to your questions on their own time — from their phone, their laptop, whenever works for them. Takes about ten minutes.
Then the AI goes to work. Not on their faces. Not on their tone of voice. Not on their body language. On what they said — the transcript.
Here's what you get back:
- Summaries of every response, so you can review a candidate in two minutes instead of twenty.
- Match scores that tell you how well someone's answers align with what you're looking for — with reasoning, so you can see why and decide if you agree.
- Candidate Shorts — a 30-second highlight reel pulled from their full interview, with an explanation for why each clip was selected. Think of it as the trailer. The full movie is always there if you want it.
- Assessment results that surface alignment between how candidates approach situations and how your team handles things — not "who's best," but "who fits how you work."
Your candidates are sorted by match score so you can prioritize your review. But nobody is hidden. Nobody is rejected. Nobody is filtered out. You see everyone. You decide who moves forward. AI surfaces information. You make decisions.
What we refuse to do
This is the part that matters most, and it's the part most AI companies won't tell you.
- We don't analyze faces. No facial recognition. No expression scoring. No "enthusiasm detection." The video exists so you can watch it — not so a model can grade it.
- We don't analyze tone of voice. We don't score how someone sounds — their accent, their cadence, their confidence. We read what they said. Period.
- We don't track biometrics. No eye tracking. No body language analysis. No measuring how much someone fidgets.
- We don't make hiring decisions. The AI never rejects a candidate. Never advances one. Never decides who you should or shouldn't talk to. It gives you information. You do the deciding.
We made these choices on purpose. Not because the technology doesn't exist — it does. Because the moment you start scoring how someone looks or sounds instead of what they say, you're encoding every bias that's ever existed in a hiring room and calling it innovation.
We'd rather build less and build it right.
Our principles
- Your time is the bottleneck. Protect it. You don't have a hiring problem. You have a bandwidth problem. Every hour spent on a call that wasn't going anywhere is an hour stolen from the work that matters — including the conversations that lead to actual great hires.
- AI should surface, not decide. The right use of AI in hiring is giving humans better information faster. Not replacing humans. Not making decisions for them. Every score comes with reasoning. Every recommendation is overridable. Every candidate stays visible.
- Transparency is the whole product. If you can't see why the AI scored someone a certain way, you can't evaluate whether it's right. And if you can't evaluate it, you're not making a decision — you're just rubber-stamping one that was made for you. We show our work. Always.
- Completion is signal. Someone who spends ten minutes recording thoughtful answers to your questions is already more engaged than most applicants. And someone who doesn't? That tells you something too — without wasting thirty minutes of your day to find it out.
- Simple beats sophisticated. A tool you actually use beats a platform you need a webinar to understand. Truffle costs $99/month, takes fifteen minutes to set up, and doesn't come with a "customer success manager" whose real job is upselling you.
- Be honest about what we can't do. We don't predict job performance. We don't guarantee better hires. We don't eliminate bias. No tool does, and anyone claiming otherwise is selling you something. We give you better information, faster. What you do with it is up to you.
The real competition isn't other software
Our competition isn't HireVue or Spark Hire or whatever tool you're comparing us to.
Our competition is the spreadsheet. The sticky note. The "I'll just do the phone screens myself." The process you've duct-taped together because every hiring tool you've tried was built for a company ten times your size, at ten times your budget, with a recruiting team you don't have.
You don't need enterprise software. You need to stop spending your whole week scheduling calls with people who aren't right for the job.
A little about me
I'm Sean Griffith, the founder of Truffle.
I built this because I've been on both sides of the hiring table enough times to know the process is broken — not because people are bad at it, but because the process itself hasn't changed since 2004. The tools got fancier. The workflows didn't.
Small teams are competing for the same talent as companies with dedicated recruiting departments, six-figure ATS budgets, and employer branding teams. They're losing — not because they're worse places to work, but because they're slower. The big company reaches out on Tuesday. The small team is still trying to schedule a phone screen for next Thursday.
Speed is a competitive advantage. The team that talks to a great candidate first is usually the team that hires them.
Truffle makes small teams fast.
That's it. That's the whole thing. $99/month. Start free.
Try Truffle instead.
